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ADAMA 2021 ESG REPORT

Our People

We at ADAMA start everything with listening to and learning from our stakeholders, and it is most important when we want to promote a diverse and inclusive workforce. We believe that diversity and inclusion promote our business success, by bringing varied cultures, ideas and opinions to our company. That is why we have listened to the different populations with whom we work in developing our inclusive culture.

Employing more than 9,000 people in over 45 countries, ADAMA cherishes the richness of numerous cultures and enjoys the benefits of this vibrant mosaic. At ADAMA, we aim to create an engaging, passionate, and empowering environment, where all our People have equal opportunities to grow and thrive.

"Our People are our source of strength - and therefore, we invest great efforts in promoting their development and empowerment, in nurturing and promoting them within ADAMA, and in preserving and jointly developing our unique organizational culture. We pay special attention to diverse recruiting which enriches our wide range of opinions and cultures, and strengthens our creative thinking. All is based on the respect we have for each and every one of our People and on ensuring the ethical and fair infrastructure in everything we do."

Mody Benaiah 
EVP People

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Our Growing Team

Since 2017, our team has been growing rapidly, reaching 9,162 people by the end of 2021. Our employee turnover rate stayed within normal range, varying from 12.8% in 2020 to 13.7% in 2021.

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Total Number of People
  2015 2016 2017 2018 2019 2020 2021
No. of people 4,864 4,955 5,057 7,675 7,759 7,505 9,126

 

New hires
  2019 2020 2021
Employees 944 749 2,617
Manager 112 65 191

 

End of employment
  2019 2020 2021
Employees 866 1,101 1,104
Managers 79 113 135

Our People’s roles

Peoples Roles

Diversity and Inclusion

In 2020, ADAMA established a global D&I Committee comprised of people from around the world, from various functions and diverse backgrounds. The committee developed a clear D&I ambition and drive the execution of various initiatives to improve and amplify the diversity of our teams and the inclusiveness of our culture.
Our Diversity & Inclusion Ambition
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During 2021, the dedicated D&I committee conducted extensive research to formulate ADAMA's new strategy - setting key pillars, goals, and dashboards, and defining projects to advance Diversity and Inclusion in the company.
The committee gives guidance with regard to the promotion of gender and age equality, as well as the recruitment of people with disabilities. In addition, in relevant countries we are focusing on recruiting specific populations.

For example, in Israel, cooperation has recently begun with the Co-Impact organization to recruit employees from Arab society.

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CASE STUDY

Partnership in Israel with Co-Impact – a Local NGO Integrating Arab Society in Employment

Since 2020, ADAMA has been collaborating with Co-Impact, a local non-profit organization aimed at integrating employees from the Arab sector into Israel's economy and society.

As part of this partnership, we established a broad steering committee that includes senior ADAMA people from nearly every functional group: People, Communications, Legal, IDR, and more.

Together, we set goals and generated a work plan which was approved by the CEO. In early 2022, we communicated our work plan as part of our global diversity and inclusion policy, including materials that were translated into Arabic.

Co-Impact assists us in locating talented candidates for various positions, and supports us in adapting our recruitment processes to this population. We are pleased to share that since the beginning of 2022, two women have been recruited from the Arab community, bringing us nearer to our goal of three new academic recruits from this sector for 2022. In fact, we are hoping to exceed the recruitment target set for this year.

Additional activities included a recruitment conference with Arab students aimed at introducing them to employment opportunities at ADAMA, and community outreach projects.

These and other activities were detailed in an annual progress report that was shared with the President of the State of Israel, Mr. Isaac Herzog.

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At ADAMA, the age of our People is not a factor in hiring decisions, remuneration, or promotion. The company believes that diversity regarding multiple parameters, including age, is important for the quality of work and the overall working environment.

Age Diversity Graph
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ADAMA places great importance on encouraging the employment of women in all roles across the company, and recognizes the need to increase the percentage of women in the workforce. Wherever possible, we have established a policy of flexible work hours to enable our People to balance work hours and family time. We also enable our People to do some of their work from home.

Gender Diversity Graph

GRI Sustainability Reporting Standards

GRI 103, GRI 102-8, GRI 401-1, GRI 405-2